7 – Authentic Employee Development Methods

Employee Development Methods in HRM:- A trained, well-maintained and experienced employee base that capable of performing most of the tasks related to a particular field is the basic need of every organization. It’s all thanks to competitions in the markets and job models in dynamic organizations that the need for employee development has increased tremendously, since the past few decades, and is supposed to go further even in the future.

Developing the employee base is a learning experience and puts forward a lot of improvements in the job performance of the employees. In most of the cases, these improvements are permanent and the newly acquired knowledge, skill, and behavioral changes can assist the company in achieving the higher success levels, even in longer runs. This change in the skill and knowledge can be brought by several employee development methods, with each method having its own set of advantages and disadvantages.

Employee Development Methods in HRM

1. On the Job Training

On the job training deals with the training of the employees which is delivered, directly, on the job and is known so, because the tasks of the job are done live, either by an instructor or the employee himself, under the instructor supervision. It is primarily used so that the trainees understand the nature of the job and the correct and effective method of covering it up.

For the purpose of using the “On the Job” as the training method, the employee is giving an overview of the job, the outcomes desired after its completion and the purpose of training in the completion of the task. The trainee is given a copy to mimic as the instructor demonstrates the job. The process is repeated until the employee feels satisfaction in his own work.

2. Job Rotation

As the name suggests, job rotation deals with the continuous change of the employee positions within the organization to expand their knowledge and improving their skills as well as abilities. This rotation can either be vertical or horizontal, where horizontal rotation involves the temporary transfer from one position to another, laterally, whereas, in the vertical rotation, a worker is promoted to a new position. It is generally considered to be a sub-type of on the job training.

Job rotation, as an employee development methods, is quite a great way of exposing an individual to an even higher level of company operations, so that he prepares himself for what is to come in his career. This leads to tremendous improvements in the abilities, thus decreasing the difference in expected and actual skill levels.

It gives a huge boost to an employee’s confidence, his capability of absorbing new information along with turning him into a genius, who can transform most of the ideas designed for special cases and makes them implementable even in the general situations. This simulation further leads to a rapid development of newer business ideas.

3. Coaching

Coaching can be done by an instructor, hired especially for the training purposes, or even a more experienced employee or a number of employees. Most of the times, when coaching is done in the job timings and that, too, in the workplace, then it is considered to be a type of on the job training, and otherwise, it is generally supplemented to be an off the job training generally based on the classrooms. In coaching, a manager can also play his role by giving skills or useful advice or even both.

4. Training Courses

These are more of a traditional form of the employee Training and development Process and focus on the analytical and concept grasping capabilities of the employees. This method of developing the employee base usually revolves around seminars and training courses followed by books or lectures. A lot of organizations organize these courses either in-house or through the help of outsiders.

The main advantage of using the training courses as the means of development lies in its cost-effectivity and the huge potential directed towards the tremendous improvements in feedback and participation during the lecture process.

5. Vestibules

Using vestibules as the employee training means involves the usage of the same equipment as for the on the job training. The primary difference in both of these is that the training can be arranged anywhere and anytime. So, the employees can enjoy the training without any external interruptions and disturbances. So, the transference of the skill takes place quickly and easily.

6. Simulations

Simulations as a way of employee development involve the usage of an artificial environment to mirror a real-life situation so that the participants could learn by actually performing the job but under controlled conditions. Along with a virtual training ground, it might include case analysis, role plays, experimental games, case by case studies as well as group interactions.

Unlike vestibules, the feedback and performance measures are instantaneous and the participants are made aware of their capabilities either during or at the end of a training session. Moreover, the costs involved in the creation of an artificial environment with the same opportunities is pretty low with fewer chances for poor results. The only difficulty that lies on this pathway is that it is extremely difficult to create an exact duplicate of the realities and pressures of the actual situations which can lead to misleading results.

7. Programmed Learning and Self-study

Self-study can be the most effective way towards the employee development, only if it is done through proper planning. For the purpose of training, computer programs can be used along with printed booklets to get a clear picture of different concepts, since it allows the learners to observe a particular fact through different angles

Furthermore, the feedback process is quite fast and most of the times; the reader gets feedback immediately, after he reads through the materials and answers the questions. Thanks to the interactivity in the learning programs, the learning process is now faster than ever and allows an even greater number of channels to participate, learn, improve and get feedback. This method is extremely useful in the case when the employees belong to different areas of the world.